Research On The Management Mechanism Of New Generation Employees

With the deepening of the modern management ideas, new generation staff management problem has become the focus of the enterprise and academic circles. All human resources in enterprises, the new generation employees have their own unique personality traits and professional qualities. Their personalities are unique and bright, they have new values. In the enterprise, the new generation employees have accounted for about30%in the proportion of the working team, and has a number of employees in the core key positions of management and technology. Now the private enterprises become an important subject to absorb new generation staff employment. As the main force of social wealth, the new generation employees has become a backbone strength and innovation to promote the development of modern enterprises. However, the research results show that the new generation staff loyalty is low and their turnover rate is high, the management of the new generation employees has become more difficult, and it will directly affect the normal operation and management enterprise. Therefore, the management of the new generation employees become the emphases, hot spots and difficulties of modern human resources management.So far, the business community and academia about the study of new generation staff management mechanism is not enough and mature. So, we need to put the associated factors of new generation employee’s turnover rate as the main foundation of research content, and the factors include the incentive mechanism, promotion and training mechanism, and assessment mechanism. The three mechanisms included in the management mechanism. And now the high turnover rate of the new generation staff is the main problem of the management, so this article select the turnover rate of the practical problem which is most representative as the dependent variable. Statistical analysis was carried out on the independent variable and dependent variable by using empirical research methods, in addition, the paper also need to have statistical analysis about the cognitive difference which are the associated factors of turnover rate on different age, sex and degree of the new generation employees, and then sum up the management of the new generation employees in-depth, to have deeper cognition and study on research.In this paper, according to the research of the existing problems and the collected data, the author created the theory framework of the new generation staff management mechanism, and put forward the research hypothesis. We have232new generation employees of private enterprises in Anhui province as a sample, the turnover rate and the three mechanisms of human resource management which are incentive, training and evaluating mechanism will be carried out on the empirical research, and the paper have six research conclusions. The first conclusion is that the management mechanism of new generation employees can use incentive mechanism, promotion mechanism and assessment mechanism to measure. The second conclusion is that the incentive mechanism of new generation employees has significant correlation with turnover. The third conclusion is that the promotion training mechanism of new generation employees has significant correlation with turnover. The forth conclusion is that the assessment mechanism of new generation employees has significant correlation with turnover. The fifth conclusion is that the correlated factors that affect the employee turnover rate are training incentive mechanism, promotion mechanism and assessment mechanism. The sixth conclusion is that the promotion training mechanism of management mechanism is the biggest influence factors of employee turnover rate, followed by the assessment mechanism and incentive mechanism. The seventh conclusion is that new generation employees of different ages have different cognitivity about associated factors of turnover rate. The eighth conclusion is that new generation employees of different gender have different cognitivity about associated factors of turnover rate. The ninth conclusion is that new generation employees of different degree have different cognitivity about associated factors of turnover rate.